This document discusses the need for HR and talent development to adopt a more contemporary mindset to keep up with changes brought by technologies like social media and the internet. It notes that the modern career paradigm requires individuals to take responsibility for their lifelong learning and employability. Web 2.0 and online learning have created a global village where learning is continuous, sharing knowledge is easy, and individuals can curate their own learning experiences. HR and talent development practices need to shift focus from controlling employees to fostering guidance and allowing individuals to learn through networks in a learnscape.

1. Workshop HRD & Talent 2.0
HR & Talent Development
towards a more
contemporary mindset

2. This reflects some of my observations &
ideas from my online research on the
impact of social media on
HR & Talent management
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3. Change happens!
Change is Constant
Shift happens
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4. We live in a
raplex global village

5. Web 2.0
>>2,0 billion people online, no fiction but fact

6. Web 2.0
2 ND
Generation internet
- new philosophy
- new way of working
- different attitude & skills

7. Working in the 21st century requires
different a different mindset

8. Taking
responsibility for
own future
& using web 2.0
for learning &
training
Talent 2.0

9. Traditional Career Development
lineair, destination based development model
“What would you like to be?”
Birth School Profession Professional edu Working & Training Pension
Assessment & choice
Life time employment
Job 1 Job 2 Job 3 Job 4
Phil Jarvis

10. Modern Career Paradigm
Careers are like a journey
Learning to take responsibility for your employability & life
Leaning to adapt and to align to a changing world
Investing in personal & professional development
Training
Education
Training Sabbatical Pension
Education
Birth Work
Work Training
School
Work
Learning by doing & reading & sharing & participating

11. The new reality
A school grade isn’t enough anymore
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12. In a increasingly
complex society,
basic knowledge
is essential, but
not any longer
sufficient ………

13. Employability
from 20 – 65+ year
=
investing in
Life Long Learning!!

14. Lifelong learning
- learning is a continuous process
- Investing in learning doesn’t stop
- learning your way motivates
- employers & workers share interests
- learning is individual & together
- web 2.0 offers a variety of options
Talent 2.0

15. Talent 2.0 – Me inc.
invests
for a happy resilient life & career
consequently & consistently
in employability,
in Professional & Personal
development

16. Talent 2.0 & learning
How much has changed?

17. Universities were established almost 1,000 years ago around
libraries, because information was scarce. The model that we use
currently is the leftover of that system.
What we need to do is retool in order to deal with the over-
availability of information, and teach
students how to
learn, how to teach themselves, and how to
use a discerning eye to sort sources of
information, and to make judgments based
on their own standpoints
Stacey Simmons, PhD Omnicademy.com

18. Mass education designed for the industrial age meets the needs of
neither the pre-industrial village nor the post-industrial
future...indeed, all education—has to be totally reconceptualised.
Alvin Toffler
"Colleges have become outrageously
expensive, yet there remains a general
refusal to acknowledge the implications of
new technologies for learning & teaching“
Jim Groom

19. Multi
M edia n
ratio
Gene

20. >> 30% of the people on the internet are using blogs, forums,
online communities & connections in their social networks

21. MIT started in 2001, when the school agreed to put
coursework online for free. Today, you can find the
full syllabi, lecture notes, class exercises, tests, and
some video and audio for every course MIT offers,
from physics to art history.
This trove has been accessed by 56 million current
and prospective students, alumni, professors, and
armchair enthusiasts around the world.
"We're changing the culture of how we think about knowledge and
how it should be shared and who are the owners of knowledge.“
Cathy Casserly MIT

23. Homo Zappiens Talent 2.0

24. Talent 2.0 meeting

25. anywhere, anytime

26. Youngsters are choosing their own learning tools & create
their personal multi sources learning environment

27. Th ey
are i
n

28. Coffee break
Alexander Crépin www.inHR.nl

29. Internet - social media:
gateway to life long learning

30. Why is it that my kid can't take robotics
at Carnegie Mellon, linear algebra at
MIT, law at Stanford?
And why can't we put 130 of those
together and make it a degree?

32. Knowledge is of two kinds:
we know a subject ourselves, or
we know where we can find information upon it

33. Talent 2.0
“Connected learner”
expertise is spread over networks
successful learning = the ability to
- create & build networks
- select relevant networks
- getting access to the right networks
- make connections between disciplines, ideas &
concepts

34. People learn from & with each other
Online &
Globally

44. What I hear, I forget
What I see, I
remember
What I do, I
understand

45. Learning is the Work
Corporate learning used to be based on the
proposition that knowing how people did
things in the past was adequate for doing
well in the present
This worked when there was generally one
way to do a task, and it remained the
same for decades
Today, incessant change is baked into
everything. About all we can say is that the
future won't be like the past.
The focus of learning must
shift from what used to work
to what works now
Jay Cross

46. Learnscapes are where and how modern work
Learning is the Work
is performed-including workplace learning
Industrial age workers used machinery
to manufacture objects in factories.
Now, knowledge workers create value,
in what I call a learnscape.
A learnscape is the platform where
knowledge workers collaborate, solve Working
problems, converse, share ideas,
brainstorm, learn, relate to others,
explain, communicate, conceptualize, Learning
tell stories, help one another, teach,
serve customers, keep up to date,
meet one another, forge partnerships,
build communities, and distribute
information.
Jay Cross

47. Jay Cross

48. What do you have to offer to 2.0 Talents?

49. Tomorrow’s top employees, managers
& entrepreneurs are today’s
“digital natives”

50. Technology can’t replace great teachers & coaches,
however great teachers will increasingly use technology

51. Talent 2.0
(e)Coaching
&
(e)Mentoring
will become
more & more
a part of personal &
professional development

52. Enough food for thought?

53. HRD & Talent 2.0
My conclusion:
Making a step towards a more contemporary HR
& Talent Development approach is not any
longer about planning & controlling
It is about fostering… and guiding
It is about taking advantage of 2.0 technology
It is about true reciprocity for both
employer and employee

54. Always remember
It’s is about People & Trust!
Alexander Crépin

55. Questions?

56. Interested in
Contemporary Talent Management ?
Call
Alexander Crépin
+ 31 (0) 653 641 905
http://nl.linkedin.com/in/alexandercrepin
www.twitter/alexandercrepin
www.crepinconsult.nl (in Dutch)

57. See also my workshop
coaching investing in your future

58. See also my workshop
Talent 2.0 & Career management 2.0
Already over 15.000 people enjoyed this workshop

59. See also my workshop
CSR & Challenge Based Leadership Development

60. HRD & Talent 2.0
Thank you
Thank You

61. End!
www.crepinconsult.nl